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Guidelines and Responsibilities

Blended Working is a pilot in Trinity College, which will run for two academic years, starting in January 2022, until August 2023.  The principles-based policy, and the process for engaging with this policy, will be reviewed regularly over this period as we learn from this new way of working.   Blended working can have benefits for the individual, the University and the environment.  In order to ensure we all have the best experience during this pilot, everyone has a responsibility to play their part in making this a success.  The table below sets out general guidelines and responsibilities for both Managers and Staff members when engaged in blended working.


  What Manager Responsibility Individual Responsibility
work pattern icon Work Pattern
  • Days in the office and days worked remotely must be agreed by both parties prior to starting blended working.
  • There may be certain dates or times when a staff member is required to attend for agreed time/events/meetings/training.
  • Days in the office and days worked remotely must be agreed by both parties prior to starting blended working.
  • Be available to attend on site when required.
hours icon Working Hours
  • Ensure staff are available during agreed hours.
  • Ensure staff do not work excessive hours.
  • Agree working hours, starting and ending times with manager.
  • Be aware of when to switch off.
  • You must ensure that you can work free from disruption and have adequate care arrangements in place for dependents that may be at home during working hours.
sick leave icon Sick Leave
  • You must comply with the University's sick leave policy.
  • Sick leave must be recorded.
communication icon Communication
  • Agree regular contact channels, times and dates, with staff member.
  • Check in with staff regularly to ensure they are doing ok.
  • Stay in contact with your manager and your colleagues.
  • Set up formal and informal channels of communication and stick to them.
performance management icon Performance Management
  • Set clear objectives, standards and timelines for delivery of work.
  • Review work on a regular basis and give feedback, and development opportunities.
  • Ensure you are clear on what is expected of you, and by when.
  • Ensure you engage with development opportunities to enhance your skills.
health and safety icon Health and Safety
  • Review the self-assessment results.
  • Ensure the individual has all equipment necessary
  • Regularly discuss remote work environment to ensure continued compliance
  • Consider if Occupational Health Assessment is required prior to agreeing application.
  • Carry out risk self-assessment.
  • Ensure you have correct equipment and are using them correctly.
  • Advise of any accidents in the workplace, remote or on site.
  • Advise your manager of any changes in your working environment.
security icon Data Security and Confidentialy

training icon Training
  • Identify any training required to facilitate blended working.
  • Carry out any training identified as required, before taking up blended working.
tax icon Tax Relief

Blended working expenses can be claimed by completing an Income Tax return. Staff can complete this form on the Revenue website as follows:

  • sign into revenue.myaccount  
  • click on 'Review your tax' link in PAYE Services
  • select the Income Tax return for the relevant tax year
  • select 'Other PAYE Expenses' in the 'Tax Credits and Reliefs' page and insert the amount of expense at the 'Amount Claimed' section.

As a claim may be selected for future examination, all documentation relating to a claim should be retained for a period of six years from the end of the tax year to which the claim relates.  Please check the Revenue website  for details on how such relief is calculated.

unsatisfied icon Request not facilitated

Any staff member unsatisfied with the outcome of a request for a blended working arrangement may address it through the relevant  grievance procedure